Comments on: 5 Ways To Give Praise: Small Efforts With A Huge Return http://www.cmoe.com/blog/5-ways-to-give-praise-small-efforts-with-a-huge-return.htm a podcast & blog by CMOE consultants Tue, 31 Aug 2010 20:53:57 -0600 http://wordpress.org/?v=2.8 hourly 1 By: Charlyne Meinhard http://www.cmoe.com/blog/5-ways-to-give-praise-small-efforts-with-a-huge-return.htm/comment-page-1#comment-2252 Charlyne Meinhard Tue, 07 Apr 2009 16:26:46 +0000 http://www.cmoe.com/blog/5-ways-to-give-praise-small-efforts-with-a-huge-return.htm#comment-2252 So true! This shows that managers today are still as occupied as in previous decades with everything other than their employees and what gets the best results from them. Recognition costs nothing but a manager's time--but for most harried supervisors, that's too high a price to pay. There are too many important deadlines that have to be met, too many reports that must be turned in to upper management, too much urgency to take care of the million things that must be done to satisfy a manager's "real" responsibilities. BUT-- There is no deadline on recognizing your employees, no report that daily tracks how people are feeling about their jobs, and no urgency on paying attention to the myriad of efforts a supervisor could do to make their employees' jobs more satisfying. When will we managers and our companies realize that our people ARE our REAL JOBS? So true!
This shows that managers today are still as occupied as in previous decades with everything other than their employees and what gets the best results from them. Recognition costs nothing but a manager’s time–but for most harried supervisors, that’s too high a price to pay. There are too many important deadlines that have to be met, too many reports that must be turned in to upper management, too much urgency to take care of the million things that must be done to satisfy a manager’s “real” responsibilities.
BUT–
There is no deadline on recognizing your employees, no report that daily tracks how people are feeling about their jobs, and no urgency on paying attention to the myriad of efforts a supervisor could do to make their employees’ jobs more satisfying.

When will we managers and our companies realize that our people ARE our REAL JOBS?

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